Career & succession planning

HRM CAREER AND SUCCESSION PLANNING

1. CAREER & SUCCESSION PLANNING Human Resource Management -Divyanshu Roy

2. Career The sequence of employment positions that a person has held over his or her life time. An occupation undertaken for a significant period of a person's life and with opportunities for progress. “ Your career is your business, it’s time for you to manage it as CEO ” – Anonymous

3. Features Career develops over time. It is individual who ultimately judge the success of his career. Career is experiencing psychological success. Career includes many different positions, transition and organization.

4. Perspective Organizational Individual

5. Career Planning Career planning can be defined as a sequence of separate but related work activities that provides continuity, order and meaning in person’s life. OR Career planning is the process by which one selects career goals, and the path of these goals. Career development is those personal improvement one undertakes to achieve a personal career plan.

6. Need for Career Planning To attract competent persons and to retain them in the organization . To provide suitable promotional opportunities.   To enable the employees to develop and take them ready to meet the future challenges . To increase the utilization of managerial reserves within an organization.

7. Features of Career Planning Career planning follows the bottom up approach. It’s not a one time affair but an ongoing process. It aims at matching the individual’s career goals. It means of achieving employees’ progression and organizational efficiency. It is collective responsibility of both the individual employee and organization. It’s normally made in dynamic environment.

8. Career Planning Process ORGANIZATIONAL LEVEL

9. INDIVIDUAL LEVEL

10. Advantage of Career Planning INDIVIDUAL LEVEL Satisfy employees’ esteem needs Improve employees’ performance on job Enhances employees’ commitment Increases morale of employee ORGANIZATIONAL LEVEL Ensure the availability of HR with required skill knowledge and talent Improve the organization’s ability to attract & retain highly skilled employee Satisfy the employee expectations Protecting employees’ interest

11. Problems in Career Planning

12. Succession Planning A deliberate and systematic effort by an organization to ensure leadership continuity in key positions, retain and develop intellectual and knowledge capital for the future, and encourage individual advancement. Ensures that employees are recruited and/or developed to fill each key role Ensures that we operate effectively when individuals occupying critical positions depart. May be used for managerial positions or unique or hard-to fill roles. Align bench strength for replacing critical positions.

13. Steps in the process Phase 1: Identify Key/Critical Positions Phase 2: Conduct Position Analysis Phase 3: Develop Succession Plan Phase 4: Monitor, Evaluate, Revise

14. Phase 1: Identify Key/Critical Positions Key Contributor - in achieving the organization’s mission or would hinder vital functions Specialized Leadership – The position requires specialized or unique expertise Geographic – The position is the only one of its kind in a particular location Vacancy - Position will be vacant due to retirement/advancement in the organization/lateral moves

15. Phase 2: Conduct Position Analysis What are the external and internal factors affecting this position? What competencies or skill sets will be required? What are the gaps (competencies or skill sets not possessed by the current staff)? What strategies will be used to address the gaps?

16. Phase 3: Develop Succession Plan The succession plan is the culmination of Phases 1 and 2. Reviews of the individual positions and high turnover job classes are rolled into one document and gaps and strategies are formulated at an organizational or unit level. The strategies to overcome the gaps are outlined to include target completion dates, responsible parties and required resources.

17. Phase 4: Monitor, Evaluate, Revise Select evaluation period-typically reviewed annually Be prepared to respond rapidly to unforseen changes to the plan Status/Progress updates should be monitored via the succession planning template

18. Succession Planning BENEFITS Enabling seamless transition Back up staff Having skills and knowledge for emergency situations as well as future needs Enhanced staff motivation Reduced cost and time for training for replacement DISADVANTAGE  Difficulty in selecting the right people and determining their developmental needs Potential for grooming for positions that may not be there in the future  Difficulties in maintaining the motivation levels  Possibility of poaching by other organizations Inherent cost of training and mentoring

19. The best way to predict future, is to create one. Abraham Lincoln THANK YOU